Five Ways to be A Magnet for Talent

By Mariama S. Boney, LMSW, CAE, CPEC, President and CEO Achieve More LLC

#3 - Honor All Voices

Understanding that what your current employees really need and value is key. And their level of engagement in the work impacts success. According to Gallup, only 15% of employees worldwide and 35%in the U.S. fall in the “engaged” category. So, would your current staff recommend the company to a friend, family member, or community member? Flip your concepts about traditional marketing and introduce innovative ideas that include a multigenerational, and where needed, a multilingual focus.

#4 - Strive for An Inclusive Climate and Culture

It’s been a rollercoaster as it relates to hiring as we emerge from the pandemic. And as leaders, we recognize our responsibility to innovate and elevate the company brand. Which is why during these turbulent times we must make the value of our company visible to prospective candidates.

Below are five ways to continue to enhance your brand image to attract multigenerational talent.

#1 - Get the Facts, then React

Utilize brand awareness data and social media data along with demographic trends to become more informed about your brand. Uncover what candidates think about your brand. For example, what is your rating on Glassdoor or CareerBliss? How are you asking current employees to share positive experiences about the job in public ways?

#2 - Tweak Your Plan

Review your approach to marketing and communications. Use inclusive language, images, and modify your message to each generation you are trying to reach. And be certain that advertised pay and benefits plus additional job perks are equitable.

Maximize and capitalize on your uniqueness. And seek to include the perspectives and assistance of those that can help you better emphasize your commitment to diversity, equity, and inclusion. Overall, organizations thrive when employees feel welcomed, included, valued and respected.

#5 - Boost Up Your Team and Leaders

Introduce a dose of reality mixed with transparency and vulnerability. Survey current employees about their relationship with and effectiveness of managers and supervisors. Managers account for 70% of the variance in team engagement and heavily influence employee wellbeing per Gallup. Listen to other perspectives in team meetings and invite new ideas. Reach out and spend time in the communities you wish to invite in. How your company becomes known for being a great place to work will build the value and attract new talent.